Martha typically begins the coaching relationship by obtaining relevant information regarding the individual’s areas for desired development. This may come from any combination of self-assessments, 360 assessment feedback, performance evaluations, interviews &/or employee satisfaction results. She also spends time with the client to understand the context of their work environment, who are the important people in their lives & how do they provide support to the client.

Once areas on which to focus are agreed upon, Martha prefers to take a non-directive approach in coaching. No matter how high the trust level, the client must make their own decisions. Therefore she challenges her clients to solve their own problems and primarily serves as a guide. She also believes that her role is to hold her clients accountable and responsible for the homework or other activities they agreed to implement. She’s a proponent of setting target timeframes for accomplishing something and follows up and prompts action as needed. Martha encourages client self-discovery and offers homework assignments that require introspective activities. Additionally, Martha believes it’s important to encourage and take time to celebrate and recognize accomplishments. It helps keep the momentum moving in a positive direction in the individual’s development.